Hiring that treats people like people.
Every application gets an answer. Every offer is real. And every candidate decides what a recruiter can see — before anyone sees it.
Free for candidates, always. Free for employers to post.
No application disappears into a void. Every candidate hears back, every time.
You choose what recruiters can see, and you can change your mind or erase it at any point.
Every posting comes from a verified employer with a real opening — no data harvesting.
Three steps, and none of them are shouting into a void.
Build a profile you control
Upload a resume or start from scratch. We extract the hiring-relevant parts — experience, skills, education, preferences — and nothing else. Every field has a switch.
Apply, or be found
Apply to a role directly, or opt in to the network and let verified recruiters find you for roles that fit — on your terms, with your toggles.
Hear back. Every time.
Recruiters on our platform answer applications — it is part of the deal. Your status is always visible, and so is who looked at what.
An ATS that makes you easier to trust.
The candidates you want have options. Show them a process that respects their time and their data, and watch response rates change.
- Structured applicationsEvery candidate arrives as a clean, comparable profile — no keyword roulette, no inferred attributes.
- A consent ledger you can showEach view, each export, each stage change is written to an append-only log. Legal asks; you answer in seconds.
- Pipelines that stay warmTemplates, interview scheduling with Zoom or Google Meet, and campaigns to the candidates you already have — all in one place.
Privacy is not a policy here. It is the schema.
Written down, so you can hold us to them.
These are the rules the product is built around. They are in our terms, in our consent flow, and in the database schema.
Read the privacy policy- We will neversell, share or enrich a candidate profile with data they did not give us themselves.
- We will neverlet an application go unanswered. Silence is not an outcome on this platform.
- We will alwaysshow a candidate who viewed their profile, when, and for which role.
- We will alwayserase what you ask us to erase — and keep the receipt that proves we did.
Start free. Pay when the AI is doing the boring parts.
Post jobs, review applications, and use the manual workflow. AI features off.
- Unlimited job postings
- Up to 3 team seats
- Manual cohort filters
- Audit log + consent ledger
- Standard email support
Everything in Free plus AI for the boring parts — JD writing, cohort matching, assessment generation.
- 200 AI actions / month
- AI job description writer
- AI cohort matching
- AI assessment generation
- Up to 10 team seats
- Priority email support
Higher AI allowances, bigger team, custom branding, and a dedicated point of contact.
- 1,000 AI actions / month
- Unlimited team seats
- Custom branding + careers page
- API access (beta)
- Dedicated account manager
- SAML SSO (on request)
Candidates never pay to apply. Optional add-ons for applicants are always priced up front and charged exactly as shown. Full pricing details
How we think about hiring.
SourceHire is now Offerrole
New name, new domain, same platform. What changes for candidates, employers and partners — and what does not.
How recruiters actually read your resume (and why most never get past line three)
Inside the 7-second scan: what hiring teams genuinely look for, what their ATS rejects, and a free scorer that grades your resume in your browser before you hit submit.
The real cost of a bad hire (with a calculator that shows yours)
SHRM puts the all-in cost at 50-200% of annual salary. Most CFOs see only the recruiting line item. This piece breaks down the eight components of a bad hire, why they compound, and gives you a calculator that produces the SHRM-band number for your specific situation.
The things people ask us first.
How is Offerrole different from a standard ATS?
Most ATSs are built for the recruiter first and layer privacy on as a compliance check. We built the candidate-facing consent flow first — granular toggles, hash-chained ledger, first-class erasure — and the recruiter UI on top. Claude adds structured extraction, not inferred attributes.
How does Claude process applications?
Resumes and cover letters are sent to Claude with a versioned prompt that extracts hiring-relevant fields only — experience, education, skills, certifications, preferences. The prompt explicitly forbids inferring race, religion, gender, disability, age, or similar attributes. Our schema has no slots for those fields, and a post-extraction scanner rejects any that slip through.
Can I use this for just one role, or do I have to run a talent network?
Either. Post a single job, get applications for that one role. Or run both — candidates who opt in to the network are discoverable across all current and future postings.
What happens to candidate data if we stop using Offerrole?
You can export structured profiles in JSON or CSV via the Migration Hub. On account deletion, all candidate data is erased on the platform; the consent ledger retains tombstone entries that prove the erasure happened.